Losing your job can be devastating—especially if you suspect it wasn’t fair or lawful. While most employment in the United States is “at-will,” that does not mean employers can fire workers for illegal reasons. If you’ve been let go under suspicious circumstances, you may have a valid claim for wrongful termination.
At Lforlaw.com, we connect employees with experienced employment attorneys who understand the complexities of state and federal labor laws. Whether you were fired for discriminatory reasons, retaliation, or in violation of a contract, we’ll help you take the right legal steps to protect your rights and seek the compensation you deserve.
What Is Wrongful Termination?
Wrongful termination occurs when an employer fires an employee in violation of the law, a contract, or public policy. While employers can generally terminate employees for poor performance, restructuring, or no reason at all, they cannot do so:
- For discriminatory reasons
- In retaliation for legally protected actions
- In breach of an employment agreement
- In violation of whistleblower protections
Proving wrongful termination often requires documentation, legal analysis, and swift action. An experienced attorney can help you understand whether your firing was illegal—and what options are available.
Common Grounds for Wrongful Termination
1. Discrimination
Federal and state laws prohibit firing someone based on race, gender, religion, age, disability, sexual orientation, national origin, pregnancy, or other protected characteristics. This is enforced under:
- Title VII of the Civil Rights Act of 1964
- The Americans with Disabilities Act (ADA)
- The Age Discrimination in Employment Act (ADEA)
- State-level human rights laws
If your termination followed discriminatory comments, disparate treatment, or a pattern of bias, you may have a claim.
2. Retaliation
Employers cannot legally fire employees for:
- Reporting harassment or discrimination
- Filing a workers’ compensation claim
- Participating in an investigation
- Requesting medical leave under the FMLA
- Refusing to engage in illegal acts
Retaliation is one of the most common forms of wrongful termination—and can be just as serious as the original wrongdoing.
3. Violation of Contract
If you had an employment contract, offer letter, or union agreement specifying job terms or requiring cause for termination, firing you in violation of those terms may be grounds for a lawsuit.
4. Constructive Discharge
In some cases, an employer creates such a hostile or intolerable work environment that you feel forced to resign. Courts may view this as the equivalent of being wrongfully terminated.
5. Whistleblower Protections
Federal and state laws protect workers who report illegal activity by their employer—from OSHA violations to financial fraud. If you were terminated after speaking up, you may be entitled to job reinstatement and damages.
How to Prove Wrongful Termination
Winning a wrongful termination case requires evidence and legal strategy. Key proof may include:
- Termination letters or emails
- Performance reviews or discipline records
- Witness statements from coworkers
- Timeline of events (e.g., complaints filed before the firing)
- Company handbooks, contracts, or policy manuals
An attorney will evaluate the facts, request relevant documents, and build a strong case through administrative filings or court proceedings.
What You May Be Entitled To
If your case is successful, you may be awarded:
- Back pay: Lost wages and benefits from the time of termination
- Front pay: Compensation for future lost earnings
- Reinstatement (in some cases)
- Compensatory damages for emotional distress
- Punitive damages in egregious cases
- Attorney’s fees and court costs
In some states, even if you’re an at-will employee, your firing may still be challenged if it violated public policy—such as firing someone for serving jury duty, taking military leave, or voting.
Time Limits: Don’t Wait
Wrongful termination claims are subject to strict deadlines:
- For discrimination or retaliation, you often must file with the EEOC within 180 or 300 days of the firing (depending on your state).
- Contract disputes may have longer—but still limited—statutes of limitation.
- Whistleblower complaints may need to be filed within 30 to 120 days, depending on the law involved.
Failing to act in time may forfeit your right to sue.
Why You Need a Lawyer
Wrongful termination cases can be hard to prove and are often aggressively defended by employers. A lawyer can:
- Identify which laws apply to your situation
- File claims with the appropriate agencies (EEOC, state labor board, etc.)
- Negotiate a severance or settlement
- Represent you in mediation, arbitration, or court
You don’t have to fight alone—legal representation can greatly improve your outcome.
Lforlaw.com Helps You Fight Back
Being fired unfairly isn’t just a professional setback—it’s a violation of your rights. At Lforlaw.com, we connect you with skilled employment attorneys who understand the law, the strategy, and the emotional impact of wrongful termination. Let us help you move forward with clarity and strength.
For personalized legal guidance and assistance with wrongful termination claims, contact us today.
